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The state of worker burnout 2025
Over half of the U.S. workforce is burnt out. As the fire of worker burnout spreads, its scorching morale, performance, customer service, and retention. Eagle Hill’s research uncovers what’s fueling employee burnout, who bears the brunt, and how managers are responding to the alarm.
Employee Burnout Survey Methodology
Since 2020, Eagle Hill has been surveying fulltime U.S. employees to gain deeper understanding of worker burnout. These findings are from the Eagle Hill Consulting Workforce Burnout Survey 2025, conducted by Ipsos in November 2025. The includes more than 1,400 respondents from a random sample of employees across the U.S.
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Worker Burnout Frequently Asked Questions (FAQs)
What is worker burnout?
Worker burnout, also referred to as job burnout or occupational burnout, is a state of emotional, physical, and mental exhaustion caused by prolonged exposure to job stress. It often results from chronic work-related stress and is characterized by feelings of emotional exhaustion, decreased job performance, and feelings of detachment from work. Burnout can also significantly affect an individual’s mental health and well-being.
How can you quickly address burnout in your organization?
To help employees recover from occupational burnout, it’s crucial to foster a supportive work environment. Key strategies include:
- Creating a culture that supports flexibility: Giving employees autonomy and ownership over how and when they complete their work can help reduce work-related stress. Communicate options and encourage employees to take advantage of flexibility allowances that are available to them.
- Managing excessive workloads: Periodic check-ins can help better distribute workloads by allowing managers and employees to discuss reprioritizing tasks, collaborating with others on a team to get work done, or delegating responsibilities to ensure more manageable workloads.
- Frequently checking in: Identify the root causes of emotional exhaustion and occupational burnout by regularly pulsing employees on their engagement and enabling managers to sit down with their team members every week or two and talk about how things are going.
- Helping people focus on high value work: Job stress can arise when employs feel that are spending too much time on low-value activities. Take a critical look at underlying work processes and explore opportunities to automate manual tasks and eliminate time-consuming workarounds.
- Modeling from the top down: Leaders should set the example for wellbeing by sharing how they maintain work-life balance, encouraging social connections and team building, and promoting access to mental health and wellbeing resources.
How can you identify burnout in your team?
Common indicators that employees may be experiencing burnout include:
- Persistent emotional exhaustion and mental fatigue.
- Detachment or disengagement from work responsibilities.
- Loss of motivation and decreased job satisfaction.
- Struggling to manage excessive workloads, leading to declining productivity.
- Difficulty maintaining work-life balance due to overwhelming job stress.
